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Workday Workday-Pro-HCM-Core Exam Syllabus Topics:

Topic
Details

Topic 1

Navigation, Finding Data, and Business Objects: This section of the exam measures the skills of Workday HCM Analysts and focuses on navigating the Workday interface efficiently, finding relevant data, and understanding how business objects function. Candidates are tested on their ability to apply navigation techniques, recognize the structure and purpose of Workday business objects, and link them to organizational data management processes.

Topic 2

Business Process Management: This section of the exam measures the skills of HRIS Administrators and covers managing both mass and individual business processes. It emphasizes handling multiple workflow tasks efficiently and ensuring accuracy in execution.

Topic 3

Job Profiles: This section of the exam measures the skills of Talent Management Specialists and includes creating, editing, and managing job profiles. It also covers understanding the relationship between job profiles, jobs, positions, and workers. Candidates are expected to create job family groups, build job requisitions, and ensure job structures align with workforce needs.

Topic 4

Building Custom Reports: This section of the exam measures the skills of Workday Data Analysts and involves creating custom reports using standard or indexed data sources. It includes adding business object fields, enabling web services, and building reports that support decision-making.

Topic 5

Report Security: This section of the exam measures the skills of Workday Access Control Specialists and focuses on implementing security controls in report design. It covers sharing options, user access considerations, and transferring ownership responsibly.

Topic 6

Security: This section of the exam measures the skills of Workday Security Administrators and covers maintaining secure access within Workday. It includes managing functional areas, domains, and security policies; distinguishing between user-based and role-based groups; and updating permissions. Candidates demonstrate how to maintain domain and business process security effectively.

Topic 7

Business Process Configuration: Step-Level: This section of the exam measures the skills of Business Process Developers and focuses on customizing workflows. It includes creating condition rules, configuring advanced routing, customizing notifications, and adding help text to enhance user experience and control workflow behavior.

Topic 8

Business Process Framework: This section of the exam measures the skills of Business Process Designers and focuses on how organizations, security, and processes interact. It includes identifying rule-based and organization-specific process definitions and understanding key business process concepts such as events, steps, and types.

Topic 9

Business Process Configuration: Definition-Level: This section of the exam measures the skills of Workflow Configuration Specialists and focuses on defining and validating business process steps. Candidates apply validation conditions, set process rules, and order steps efficiently to improve workflow accuracy.

Topic 10

Staffing Models: This section of the exam measures the skills of Workday Functional Consultants and focuses on understanding staffing models used in Workday. It includes identifying the characteristics of position management and job management models, setting position restrictions, and applying them when creating positions. Candidates must understand how staffing models support workforce planning and organizational efficiency.

Workday Pro HCM Core Certification Exam Sample Questions (Q105-Q110):

NEW QUESTION # 105
What options are available when configuring a business process notification?

A. Sender based on Workday Account
B. On exit
C. Recipient based on Workday Account
D. Trigger on In Progress

Answer: C

Explanation:
When configuringBusiness Process Notificationsin Workday, administrators can define therecipientbased on a specificWorkday Account. This allows precise targeting of individuals or security groups (e.g., HR Partner, Manager, or specific role-based accounts) who should receive the notification.
Option D is correct because"Recipient based on Workday Account"ensures the system routes the notification to the appropriate user or group dynamically, based on the context of the business event. This is essential for process transparency and timely action.
Option A (Sender based on Workday Account) is incorrect - the sender is system-defined ("Workday Notification"), not configurable by user account.
Option B (On exit) and Option C (Trigger on In Progress) are not valid notification configuration options; triggers are defined by processstatus changessuch as "Awaiting Action," "Completed," or "Denied." Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Business Process Notifications and Recipient Configuration."

NEW QUESTION # 106
You need to include a new hire in an existing user-based security group.
What do you associate with the user-based security group to accomplish this?

A. Workday Account
B. Worker Location
C. Job Profile
D. Worker Position

Answer: A

Explanation:
In Workday HCM, user-based security groups grant access to specific individuals rather than to positions or organizations. These security groups are designed to provide permissions directly to a Workday user account
, making them appropriate when access should not change automatically based on position changes or organizational movement.
To include a new hire in an existing user-based security group, you must associate the group with the individual's Workday Account. A Workday Account represents the system login identity for a worker and is the object that security groups reference when assigning user-based access. Once the new hire's Workday Account is created as part of the Hire business process, the account can be added to the user-based security group, immediately granting the associated permissions.
The other options are incorrect because they apply to different security models. Worker Position is used for role-based security groups, where access follows the position rather than the individual. Worker Location and Job Profile are organizational and job architecture attributes and are not valid association objects for user- based security groups.
From a Workday Pro HCM best-practice perspective, user-based security groups should be used sparingly, typically for exceptions, administrators, or roles that require access independent of organizational structure.
Because access does not automatically transfer when a worker changes jobs or positions, administrators must manually manage membership by adding or removing Workday Accounts as needed.
Therefore, the correct and Workday-verified way to include a new hire in an existing user-based security group is to associate the Workday Account with the security group.

NEW QUESTION # 107
You need to create acar allowance plan. In order for your compensation plan to be paid by payroll, you determine that you need to create acompensation element.
Which steps should an administrator follow to set up the compensation element?

A. UseMaintain Compensation Element Groupsto create the new element, then create the car allowance plan with the element.
B. UseMaintain Compensation Element Groupsto create the new element, then add the element to allowance plans underEdit Tenant Setup - HCM.
C. UseMaintain Compensation Elementsto create the new element, then create the car allowance plan with the element.
D. UseMaintain Compensation Elementsto create the new element, then add the element to allowance plans underEdit Tenant Setup - HCM.

Answer: C

Explanation:
Compensation elements in Workday serve as thecritical integration point between HCM compensation plans and Payroll earnings. To ensure that a car allowance plan is paid correctly through payroll, the compensation element must be createdbeforeit can be assigned to the allowance plan.
The correct process begins with theMaintain Compensation Elementstask, which is used to define the element itself, including its payroll characteristics and earning behavior. Once the compensation element is created, it can then be selected directly when creating thecar allowance plan, ensuring that the allowance is properly mapped to payroll.
Compensation Element Groups are used only to logically organize elements and do not create elements themselves. Additionally, administrators do not need to manually add elements to allowance plans through Edit Tenant Setup. Instead, elements are associated directly at the plan level during plan creation or configuration.
Options A, B, and C introduce unnecessary or incorrect steps that are not supported by Workday configuration best practices.
Therefore, the correct and efficient approach is tocreate the compensation element first using Maintain Compensation Elements, then create the allowance plan with that element, making option D the correct answer.

NEW QUESTION # 108
A company needs a$500 monthly car allowance, paid as aflat amount, for employees in theSales job family only.
How should you configure this allowance plan?

A. Create a percent-based allowance plan and calculate $500 from base pay. Create an eligibility rule for the Sales job family.
B. Create anamount-based allowance plan, specifying $500 with a monthly frequency. Create an eligibility rule for the Sales job family.
C. Create a reimbursable allowance plan with a $500 reimbursement limit and Sales eligibility.
D. Create a unit-based allowance plan with units totaling $500 monthly and Sales eligibility.

Answer: B

Explanation:
In Workday,amount-based allowance plansare used when a fixed monetary value is paid on a recurring basis, independent of base pay, units worked, or expenses incurred. Since the requirement is aflat $500 monthly allowance, an amount-based allowance plan is the most appropriate and straightforward configuration.
This plan type allows administrators to define:
* Afixed amount($500)
* Apayment frequency(monthly)
* Aneligibility rulelimiting the plan to employees in theSales job family Percent-based plans fluctuate with base pay and are not suitable for flat allowances. Reimbursable plans are used for expense reimbursement and require submitted expenses. Unit-based plans are intended for variable, output-driven compensation and would unnecessarily complicate the configuration.
By combining anamount-based allowance planwith aSales job family eligibility rule, Workday ensures that only eligible employees receive the allowance and that it is paid consistently through payroll.
Therefore, optionBis the correct and Workday-recommended solution.

NEW QUESTION # 109
Airplane pilots receive a base salary as compensation. They also receive compensation based on thenumber of kilometers flown. The more they fly, the more they get paid.
You need to create a plan to showestimated wages based on kilometers flownto include in an offer letter.
What type of plan should you create?

A. Period salary plan
B. Unit salary plan
C. Unit-based allowance plan
D. One-time payment plan

Answer: B

Explanation:
Aunit salary planin Workday is specifically designed to support compensation that varies based on a measurable unit of output, such as miles driven, items produced, or- in this case-kilometers flown. This plan type allows compensation to scale proportionally with the quantity of units, making it ideal for roles where pay increases directly with activity or performance volume.
For airplane pilots, compensation based on kilometers flown is not a fixed allowance or a one-time payment.
Instead, it representsvariable earnings tied to ongoing work output, which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define arate per unit, and the system can calculate estimated compensation by multiplying the rate by the expected number of units. This calculated amount can then be displayed in offer letters, providing transparency and clarity to candidates.
Aperiod salary planis used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. Aone-time payment planis intended for bonuses or ad-hoc payments and does not support ongoing estimation. Aunit-based allowance planis typically used for reimbursements or allowances, not base compensation tied to work output.
Therefore, theunit salary planis the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.

NEW QUESTION # 110
......

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